Nearly one in five jobs in the United States are in the service sector, including in retail, grocery, pharmacy, fast food, and fulfillment, but there are countervailing views on who works these jobs and to what end. One assumption is that service sector employment is dominated by workers who are temporarily in this line of work and using it as a source of extra income or as a first rung on a ladder towards career growth and economic opportunity. The alternative belief is that service sector workers rely on this work to get by in supporting their families, and that these jobs may be more poverty traps than mobility ladders. This Shift Project brief draws on data from surveying 2,601 workers in these sectors to examine their experiences of material hardship, economic security, and their expectations for future upward mobility, and how job quality shapes those forecasts. This data provides an unprecedented view into the personal histories, economic realities, and career trajectories of service sector workers.

The Centers for Disease Control and Prevention’s National Intimate Partner and Sexual Violence Survey estimates that 1 in 4 women and 1 in 10 men experience intimate partner violence in their lifetimes. Survivors of gender-based violence often face multiple barriers to employment, including limited skills, gaps in their education and work histories, housing instability, and mental health and substance use needs. Urban Institute conducted an evaluation of the Career Readiness Training Program, Sanctuary for Families’ workforce development program in New York City designed specifically for domestic violence survivors. This Urban Institute report explores the findings of the evaluation – for example, after completing the program, clients were more successful in overcoming critical barriers to employment such as low self-esteem, gaining employment, and improving financial self-sufficiency.

The U.S. labor force participation rate has been trending downwards since the beginning of the 21st century. This paper notes that labor force participation (the percentage of people working or looking for work) plummeted during the first two months of the COVID-19 pandemic, representing a decline of more than 8.2 million people. About half of the drop was quickly regained, and participation recovered further in the second half of 2021. About 40% (nearly 1 million workers) of the persistent decline can be attributed to the continuation of pre-pandemic demographic trends. The authors discuss four possible explanations for the remaining 60% of the decline (about 1.4 million workers): cash payments to households in 2020 and 2021 that made it easier for some people to postpone looking for a new job; fear of catching COVID; long-COVID symptoms that make it difficult to work; and changing work-life balance preferences.

Unemployment in the United States remains historically low, and today’s tight labor market has translated into improved opportunities for many workers, including those for whom increased wages, benefits, and voice have long remained elusive. Yet inflation is putting significant pressure on household budgets. Economic policymakers have a dilemma on their hands as they seek to balance a white-hot job market against the rising cost of living. What is gained from tight labor markets, for whom, and how should we think about a sustainable equilibrium between inflation and unemployment rates? This WorkRise webinar convened nationally recognized researchers and leaders from the worker advocacy, business, workforce development, and antipoverty communities to consider these and other questions arising from today’s dynamic labor market context.

This webpage profiles EMPath’s Mobility Mentoring^® model, which is defined as the professional practice of partnering with participants so that over time they may acquire the resources, skills, and sustained behavior changes necessary to attain and preserve their economic independence. Included on the webpage are links to a set of four blogs which cover the model’s four essential elements: Coaching for Economic Mobility, the Bridge to Self-Sufficiency^®, Goal Setting, and Recognition.

The Family First Prevention Services Act (Family First) authorized new federal Title IV-E funding for evidence-based programs (EBPs) that have been rated and approved by the Title IV-E Prevention Services Clearinghouse. One such EBP, Motivational Interviewing (MI), has the potential to change the way child welfare professionals work with and support families. MI creates affirming and transformative service experiences through which workers and clinicians have been trained to reach, engage, and empower families; MI represents an opportunity for agencies to deliver improved outcomes for children and families using a practice that is approved for federal funding under Family First. Available for downloading, the Motivational Interviewing Guide is designed to assist state and local Title IV-E agencies with implementing MI as a well-supported EBP in their Title IV-E Prevention Plans.

Recent research has led policymakers and scholars to argue that some people might not achieve economic independence in part because of difficulty applying the self-regulation skills—sometimes referred to as soft skills or executive functioning skills—needed to get, keep, and advance in a job. Evidence suggests that facing poverty, and the multiple stresses that accompany it, can make it particularly difficult to develop and use self-regulation skills. However, emerging research suggests that employment coaching from a trained staff member may strengthen self-regulation skills, and these skills, in turn, may improve employment outcomes for low-income people. This 2022 Research and Evaluation Conference on Self-Sufficiency (RECS) session presents initial implementation and impact findings from ACF’s Evaluation of Employment Coaching for TANF and Related Populations. The session also included a practitioner’s perspective on implications of the findings. Lauren Deutsch Stanton, ACF, moderated this session and Ruthie Liberman, EMPath, served as the panel’s discussant. Speakers also included Sheena McConnell and Quinn Moore, both from Mathematica.

This video, prepared by MDRC’s Economic Mobility, Housing, and Communities policy area, describes MyGoals for Employment Success (MyGoals). MyGoals is an innovative employment coaching program intended to help recipients of federal housing subsidies who are not employed find work, build careers, and advance toward greater self-sufficiency. Informed by behavioral psychology, MyGoals focuses on supporting participants as they set and accomplish goals that are meaningful to them in four domains: education and training, financial management, personal well-being, and family well-being.

Youth apprenticeship has gained traction across the United States, and many programs have adopted the Partnership to Advance Youth Apprenticeship (PAYA) Definition & Principles for Youth Apprenticeship to guide program design and implementation. It is critical that apprenticeships are career-oriented, equitable, portable, adaptable, and accountable. Building from these principles, PAYA has developed this Youth Apprenticeship Quality Assessment Tool as part of a four-step protocol aimed at assisting education providers, employer and industry partners, intermediary organizations, and other youth apprenticeship leaders in collaboratively identifying ways to improve policies, procedures, and practices in support of learner success.

Registered and non-registered apprenticeships come in many shapes and are adaptable to traditional and non-traditional industries and occupations. Traditional apprenticeship occupations have been mainly in skilled trades such as carpentry, electrical, and plumbing. Today, apprenticeships span across non-traditional industries such as information technology, health care, and green energy. This brief highlights the benefits of apprenticeships, including pre-apprenticeship, and registered and non-registered apprenticeship programs as a viable career pathway for career seekers with disabilities.